Recently I attended a diversity workshop and one group practice involved telling your counterpart what you had done since getting up in the morning until the arrival at the session. But…… we were supposed to double the verbs with similar verbs. For example : “I got up/jumped out of bed and brushed/cleaned my teeth and took/completed a shower. I then made/prepared breakfast etc.” It was evident that our stories became abbreviated, our communication style was halting and there were many pauses of frustration trying to find a suitable similar verb.
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On October 19th, Canadians responded to the Liberal Party’s slogan: “It’s time for Real Change”. Judging from the sea of red that overtook the country on that day, we might assume that ours is a country filled with people who readily embrace change. We would, of course, be mistaken. Don’t get me wrong…there are many people who love change. However, there are many, many more who would prefer things didn’t change. While the election results tell one story on a national front, what happens in the workplace tells a different story.
The mid-21st century is bringing drastic changes to how we recruit. My crystal ball foresees changes that will impact both the job seeker and the HR professional along with how your organization can adapt to meet these changes.
The dropping oil price has serious implications for many Oil and Gas companies but also for their vendors and service providers in general.
It’s 5:30 AM on a dark and cold January morning. I’m tiptoeing around my home, trying not to wake my three sleeping children, or my wife who was up twice last night with our one year-old. I have an early morning meeting, so I need to leave before traffic picks up. I make my way down the stairs, grab a quick breakfast and just as I walk up to the door, I hear my oldest daughter, who is standing at the top of the stairs, quietly say, “Daddy, can you stay home today?”